Applying met expectations and newcomer socialization theory, congruence and discrepancy between anticipated work-family conflict (AWFC) and experienced WFC were examined in relation to job satisfaction, affective commitment, and turnover intent. It was hypothesized that when AWFC and WFC are in agreement outcomes are more favorable. Further, it was hypothesized that when the discrepancy is such that WFC is higher than AWFC outcomes are more favorable than vice versa. Data were collected from 205 adults, first as graduating seniors in college and again three months after starting their post-graduation jobs. Polynomial regression revealed that congruence between work interference with family (WIF) and anticipated work interference with family (AWIF) was related to increased job satisfaction and affective commitment but not decreased turnover. When WIF was higher than AWIF, job satisfaction and affective commitment are higher than when WIF was lower than AWIF, but this was not the case for turnover intent. Hypotheses regarding family interference with work (AFIW) were not supported. Unexpectedly, men reported higher levels of AWIF and AFIW than women. Findings expand understanding of the nature of relationships between WIF and work-related outcomes by applying the concept of met expectations. Future research should examine interventions to provide realistic previews regarding expected levels of WIF for individuals prior to entering the organization to determine if job satisfaction and affective commitment can be improved indirectly through the formation of realistic expectations regarding WIF.
","abstract_html":"<p>Applying met expectations and newcomer socialization theory, congruence and discrepancy between anticipated work-family conflict (AWFC) and experienced WFC were examined in relation to job satisfaction, affective commitment, and turnover intent. It was hypothesized that when AWFC and WFC are in agreement outcomes are more favorable. Further, it was hypothesized that when the discrepancy is such that WFC is higher than AWFC outcomes are more favorable than vice versa. Data were collected from 205 adults, first as graduating seniors in college and again three months after starting their post-graduation jobs. Polynomial regression revealed that congruence between work interference with family (WIF) and anticipated work interference with family (AWIF) was related to increased job satisfaction and affective commitment but not decreased turnover. When WIF was higher than AWIF, job satisfaction and affective commitment are higher than when WIF was lower than AWIF, but this was not the case for turnover intent. Hypotheses regarding family interference with work (AFIW) were not supported. Unexpectedly, men reported higher levels of AWIF and AFIW than women. Findings expand understanding of the nature of relationships between WIF and work-related outcomes by applying the concept of met expectations. Future research should examine interventions to provide realistic previews regarding expected levels of WIF for individuals prior to entering the organization to determine if job satisfaction and affective commitment can be improved indirectly through the formation of realistic expectations regarding WIF.</p>","abstract_has_math":false,"creators":["Burleson, Seterra D."],"institution":null,"degree_name":"Master of Science (MS)","degree_level":"Thesis","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Debra A. Major","Xiaoxiao Hu","Yusuke Yamani"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2019,"date_issued":"2019-04-01T07:00:00Z","date_published":"2019-04-01T07:00:00Z","updated_at":"2026-07-24T03:35:00Z","subjects":["Anticipated work-family conflict","Expectations","Gender","Met expectations","Work-family conflict","Family, Life Course, and Society","Industrial and Organizational Psychology"],"languages":[],"rights":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
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"]},{"key":"dc:title","label":"Title","values":["Anticipated vs Experienced Work-Family Conflict: Newcomer Expectations and Early Socialization Outcomes"]}]}],"canonical_facts":{"dc:contributor":["Debra A. Major","Xiaoxiao Hu","Yusuke Yamani"],"dc:creator":["Burleson, Seterra D."],"dc:date.available":["2020-11-05T08:00:00Z"],"dc:description.abstract":["Applying met expectations and newcomer socialization theory, congruence and discrepancy between anticipated work-family conflict (AWFC) and experienced WFC were examined in relation to job satisfaction, affective commitment, and turnover intent. It was hypothesized that when AWFC and WFC are in agreement outcomes are more favorable. Further, it was hypothesized that when the discrepancy is such that WFC is higher than AWFC outcomes are more favorable than vice versa. Data were collected from 205 adults, first as graduating seniors in college and again three months after starting their post-graduation jobs. Polynomial regression revealed that congruence between work interference with family (WIF) and anticipated work interference with family (AWIF) was related to increased job satisfaction and affective commitment but not decreased turnover. When WIF was higher than AWIF, job satisfaction and affective commitment are higher than when WIF was lower than AWIF, but this was not the case for turnover intent. Hypotheses regarding family interference with work (AFIW) were not supported. Unexpectedly, men reported higher levels of AWIF and AFIW than women. Findings expand understanding of the nature of relationships between WIF and work-related outcomes by applying the concept of met expectations. Future research should examine interventions to provide realistic previews regarding expected levels of WIF for individuals prior to entering the organization to determine if job satisfaction and affective commitment can be improved indirectly through the formation of realistic expectations regarding WIF.
"],"dc:identifier":["9781085722537","https://digitalcommons.odu.edu/psychology_etds/235"],"dc:rights":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
"],"dc:subject":["Anticipated work-family conflict","Expectations","Gender","Met expectations","Work-family conflict","Family, Life Course, and Society","Industrial and Organizational Psychology"],"dc:title":["Anticipated vs Experienced Work-Family Conflict: Newcomer Expectations and Early Socialization Outcomes"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Thesis"],"thesis:degree_name":["Master of Science (MS)"]},"updated_at":"2026-07-24T03:35:00Z"}